Warwick is a proud employer of nearly 100 apprentices in 26 different subject areas.
Apprenticeships allow new and existing staff to:
access training; address skills gaps within their teams;
provide vitality, fresh perspectives and new ideas;
develop mentoring skills in existing staff.
Training costs are funded through our organisation’s apprenticeship levy contribution. As a result, there is no direct cost to your department for the training fees.
Discover the real experiences of Warwick staff who have completed an Apprenticeship. From challenges to achievements, hear how the journey helped shape their personal and professional growth in their own words.
An apprenticeship is a paid job where the employee learns and gains valuable experiences. Alongside on-the-job training, apprentices spend at least 20% of their working hours completing learning with a college, university or training provider which leads to a nationally recognised qualification.
If applying for a new apprenticeship vacancy, you will need to leave your current job to start this. However, existing members of staff are able to complete an apprenticeship alongside their job if eligible. See more information on our existing staff pages
Yes, your apprenticeship would just need to spread over a longer time period.
No, they will stay on the same pay scale and contract of employment unless of course, they apply for a new job role at Warwick and the apprenticeship is part of the new role.
An existing member of staff will stay on their current pay grade or new one if the apprenticeship is part of a development/promotion route. Your entry level ‘apprentices’ may start at the apprentice pay scale. Please refer to the Warwick pay scale for more information.
Travel costs, professional registration fees and any course resources are not covered by the apprenticeship levy. These costs would need to be discussed locally with your line manager.
The University, by law, pays 0.5% of its salary spend into an apprenticeship levy 'pot'. The University cannot spend this money on anything other than apprenticeship training programmes. Costs for this programme will come from this apprenticeship levy pot.
Apprenticeships offer an opportunity for departments to think long-term about to hard-to-fill posts. They also develop a pipeline of talent, provide tailored training ensuring specially-qualified employees, bring vitality and fresh perspective to the work environment, develop mentoring skills in existing staff and give back to the community by allowing its members the opportunity to reach their potential and advance their career prospects
Different Apprenticeships will have different requirements, depending on the job type and the level of qualification. A review would be completed with the training provider and support is available for functional Maths and English.
20% of the apprentices time at work needs to be focused on the apprenticeship. This may be attending workshops, completing assignments or tasks. This is approximately 8 hours per week.
